Most job seekers obsess over their LinkedIn headline and About section, but then quietly ignore everything else. Yet these “other” LinkedIn sections are often where recruiters find the proof they need to move you from “maybe” to “must-interview”.

In this new roundtable episode, our recruiting team wraps up our LinkedIn optimization series by zooming in on the parts of your profile that rarely get talked about: Featured, Recommendations, Licenses & Certifications, and Education. These aren’t just nice-to-have add-ons. Used well, they can better tell your story, attract both bots and humans, and make you stand out in a crowded, employer-driven market.

We start with the Featured section: your “proof of impact gallery” and trailer to your About. Most people use this section as a random dump of old posts. But it is perfect for case studies, portfolios, and 3–6 high-impact wins.

From there, we shift to Recommendations: how to ask for them without awkwardness, who to target (managers, peers, clients), and why “great team player” comments land like describing a golden retriever.

Next up are Licenses & Certifications vs. Education, where we share real recruiting-trench stories. Unclear degrees or fuzzy certification dates don’t just raise eyebrows; they delay submissions and cost interviews. The fix? Keep them accurate, separated, and up-to-date, especially when clients demand specific credentials.

Our goal is simple: show why these “hidden” sections matter. This episode will change how you think about completing your profile.

Listen to Part 1 now and audit these sections on your own LinkedIn with fresh eyes.

Listen to Secrets of a CRA Recruiter on Your Favorite Channel! 

Related Blog Posts:

• Roundtable: How to Optimize Your LinkedIn Experience Section
• Roundtable: LinkedIn About Section Examples
• Roundtable: LinkedIn Posts for Job Seekers
• Roundtable: Why Your LinkedIn Headline Matters
• Roundtable: Job Seeker LinkedIn Banner Crimes
• What is LinkedIn’s Search Algorithm Looking for?
• Why Other Job Seekers Are Landing Jobs on LinkedIn (and How You Can, Too)

The post Roundtable: How “Hidden” LinkedIn Sections Can Win the Interview appeared first on craresources.

Most job seekers treat the LinkedIn Experience section like a form to fill out: titles, dates, and a few “responsible for…” bullets. But what if that section is actually one of the most powerful levers you have for both the machine and the humans deciding your next opportunity?

In our latest roundtable, our recruiting team breaks down how to turn your Experience section into proof of value that works double-duty. It feeds LinkedIn’s 360Brew algorithm with clear, consistent signals, and it gives hiring managers the mini-stories they need to quickly trust you as a candidate.

How closely does your Experience need to align with your resume? What happens when dates, titles, or responsibilities don’t match… and how could that quietly be costing you interviews?

We dig into why alignment across your Headline, About, Skills, and Experience is now mission‑critical. And, we outline how 360Brew uses that consistency to assign you a professional “persona” that determines which searches and feeds you show up in. Are you unintentionally confusing the system by telling different stories in different sections?

You will also hear concrete examples of transforming dry bullets into concise stories using context, action, result, and reflection. We outline how to craft stories that cut through buzzwords like “strategic leader” and actually prove your impact.

What are the three non‑negotiables recruiters scan for in Experience? Which red flags make us hesitate, and which signals encourage us to move your candidacy forward faster?

Don’t you want your profile to be both findable and irresistible so recruiters discover you and hiring managers remember you? I thought so! This episode will give you a practical, no‑fluff roadmap on how to optimize your LinkedIn Experience section.

Listen to Secrets of a CRA Recruiter on Your Favorite Channel! 

Related Blog Posts:

• Roundtable: LinkedIn About Section Examples
• Roundtable: LinkedIn Posts for Job Seekers
• Roundtable: Why Your LinkedIn Headline Matters
• Roundtable: Job Seeker LinkedIn Banner Crimes
• What is LinkedIn’s Search Algorithm Looking for?
• Why Other Job Seekers Are Landing Jobs on LinkedIn (and How You Can, Too)

The post Roundtable: How to Optimize Your LinkedIn Experience Section appeared first on craresources.

Most professionals know their LinkedIn “About” section matters. But few realize just how much recruiters, hiring managers, and even LinkedIn’s own 360Brew algorithm are relying on it to make fast decisions about them.

In this roundtable episode, our recruiting team pulls back the curtain on what really happens when we open your profile. Why do 92% of us decide to engage or scroll largely based on your About section? What makes one clinical research profile feel like “generic experience” while another jumps off the page with “who you serve, what you deliver, and proof”? And how do you create an emotional connection and satisfy the bots at the same time?

You will hear our recruiters walk through real “before and after” LinkedIn About sections. We show you how a few specific metrics can change your credibility in seconds. And importantly, we explain why listing companies and job titles in your About is a missed opportunity. Our discussion shares practical tips on keywords: which ones actually help you show up in search results? How can you mine job descriptions for the right language? And how do you avoid sounding like a robot when you are writing for an algorithm?

Finally, we introduce the five-part framework we use when coaching candidates, covering your opening line, story, bullet “skills stack,” audience focus, and call to action. If you have struggled to create your About section, learning how to use this framework is gold. The goal? Ensuring your About section becomes a powerful handshake that works on autopilot for your job search and your long-term career brand.

If you have ever wondered, “Is my About section helping me get found, or quietly holding me back?”, this episode is for you.

Listen to Secrets of a CRA Recruiter on Your Favorite Channel! 

Related Blog Posts:

• Roundtable: How to Optimize Your LinkedIn Experience Section
• Roundtable: LinkedIn Posts for Job Seekers
• Roundtable: Why Your LinkedIn Headline Matters
• Roundtable: Job Seeker LinkedIn Banner Crimes
• What is LinkedIn’s Search Algorithm Looking for?
• Why Other Job Seekers Are Landing Jobs on LinkedIn (and How You Can, Too)

The post Roundtable: LinkedIn About Section Examples appeared first on craresources.

Your LinkedIn banner…is it a quiet killer or career supercharger? In just 3 seconds, it can make or break a recruiter’s first impression of you. Today’s roundtable is about avoiding banner disasters that send great candidates straight to the “nope” pile.

Picture this: a hiring manager scrolls on mobile, your headshot pops, and the headline teases your value. But then the banner hits. Cluttered logos screaming “CRA, disrupter, auditor, consultant”? A vacation beach shot with your dog? An offending political message? Pixelated text that is interpretive art on a thumbnail? Or worse, the default blue void that screams “fake profile”?

These “banner crimes” aren’t just ugly. They signal indecision, desperation, or laziness, causing you to vanish from consideration faster than you can say “Open to Work.”

But what if your banner sealed the deal instead? Subtle clinical trial cues, a crisp tagline showing you own your lane, and mobile-proof clarity that whispers confidence. And guess what? No graphic design degree is needed. Tools like Canva make it dead simple and, in most cases, at zero cost.

In our latest 20-minute team roundtable, we trudge through the battlefield of LinkedIn banners. We roast real-world fails (yes, including that stretched-face horror), decoding why visual elements are more important than words for visually stimulated recruiters. We also outline simple LinkedIn banner fixes to align your brand with the jobs you are going after.

So, job seekers…I have to ask: is your banner working for you or against you? Listen to this podcast and then audit your banner using our tips. What does it say about you in 3 seconds?

Uncover the formula that turns prime real estate (aka – your banner) into an interview magnet. Dive in and transform your LinkedIn profile today.

Listen to Secrets of a CRA Recruiter on Your Favorite Channel! 

The post Roundtable: Job Seeker LinkedIn Banner Crimes appeared first on craresources.

A good friend of mine was the Director of Clinical Operations for an oncology company. Unfortunately, the company went through a restructuring, and she was unexpectedly laid off. In today’s dynamic job market, the question “How Often Should You Update Your Resume?” is more relevant than ever. Whether you’re actively seeking a new role or happy in your current position, keeping your resume up to date is a vital part of career management. Here’s why, and how often, you should revisit this essential document.

Why You Should Always Be Ready

My friend wasn’t prepared to be laid off, and as the sole provider for her family, she found herself scrambling. But her anxiety went deeper than just being concerned about finding new employment. She had to start from scratch in terms of crafting an updated resume and refreshing her LinkedIn profile. 

The Unpredictability of the Job Market

You only need to spend a couple of minutes on LinkedIn to see that layoffs, reorganizations, and company closures frequently happen with little warning. Even the most stable industries and companies aren’t immune to economic shifts, mergers, or technological disruptions. 

Opportunities are Unpredictable

Alternatively, new positions and career opportunities can appear suddenly. Even if you aren’t actively searching for a new position, a chance conversation, a LinkedIn message, or a job posting may surface an opportunity that seems tailor-made for you.

In these moments, your resume isn’t just a document; it is your calling card. If you don’t start updating your resume until you need it, you are already behind.

Instead, adopt a proactive mindset: When opportunity knocks, you need to be ready to open the door…right then. 

How Often Should You Update Your Resume?

Your resume is more than a list of jobs and dates. It is a living record of your professional journey and should be a showcase of your growth, achievements, and aspirations. Treat it as an evolving story rather than a static document.

Quarterly Updates

Many career experts suggest reviewing your resume at the end of each fiscal quarter or after a performance review. This habit ensures that new responsibilities, skills, and accomplishments are captured while they are fresh in your mind.

Semi-Annual Updates

If quarterly feels too frequent, updating your resume every six months is a widely recommended minimum. This keeps your information current and reduces the risk of forgetting important details. 

After Significant Changes

Regardless of your regular schedule, always update your resume immediately after major professional milestones, such as promotions, new certifications, or the completion of significant projects. Here are a few examples of when you should immediately update your resume: 

Did You Take On New Responsibilities or Complete a Major Project?

Every new role or project you tackle is an opportunity to demonstrate your initiative, leadership, and results. Whether you led a cross-functional team, implemented a new system, or contributed to a successful product launch, these experiences are valuable. Don’t let them fade from memory—capture them while they’re fresh.

Tip: Keep a running document or digital note where you jot down new responsibilities, projects, and quantifiable results as they happen. When it’s time to update your resume, you will have a wealth of material to choose from.

Did You Gain a New Certification or Learn a New Skill?

The modern workplace evolves rapidly, and so should your skill set. Did you complete a certification, master a new software, or learn a language? These additions can set you apart from other candidates and signal your commitment to growth.

Tip: Include both hard skills (like obtaining a certification) and soft skills (like public speaking or conflict resolution). Be specific—“Proficient in VeevaVault” is more compelling than “computer skills.”

Did You Accomplish a Major Achievement?

Modesty has its place, but your resume isn’t it. If you exceeded sales targets, improved efficiency, or received awards, don’t shy away from highlighting these achievements. Quantify your impact wherever possible: “Increased sales by 30%,” “Reduced processing time by 20 hours per month,” or “Recognized as Employee of the Quarter.”

Tip: Use active language and strong verbs. Instead of “responsible for managing a team,” try “led a team of 10 to deliver a $1M project ahead of schedule.”

Practical Tips for Keeping Your Resume Current

• Set calendar reminders: Set a recurring reminder to review your resume every 3-6 months
• Track achievements in real time: Keep a running document or digital note where you can log completed projects, newly obtained skills, and quantifiable achievements as they happen. 
• Review job descriptions and trends: Even if you are not actively searching for a new position, periodically scan job descriptions in your field to identify new skills or qualifications to add to your resume. You will also identify emerging skills that you may want to develop so that you can continue progressing in your field.
• Don’t forget LinkedIn: While your resume doesn’t necessarily need to match LinkedIn, it should at least complement it and never conflict with it. 
• Solicit Feedback: Ask trusted colleagues or mentors to review your resume and provide feedback. Fresh eyes can catch gaps or suggest improvements…but be discerning, as some advice may be outdated. 

The Benefits of Being Ready

Confidence in Uncertainty

Knowing your resume is up to date gives you peace of mind. If the unexpected happens, you’re ready to act instead of react. This confidence can make all the difference in stressful situations.

Ability to Seize Unexpected Opportunities

Opportunities often come when you least expect them. Maybe a former colleague will reach out about a role at their new company. Or perhaps you will spot a posting for your dream job. If your resume is ready, you can respond immediately and stand out from the competition.

Obtain Clarity on Your Career Goals

Regularly updating your resume forces you to reflect on your accomplishments and goals. This self-awareness can help you identify gaps in your experience, set new objectives, and steer your career in the direction you want.

Enable Stronger Networking

When networking, it is common for contacts to ask for your resume or a summary of your experience. Having a polished, current document makes these interactions smoother and more productive.

Overcoming Common Excuses

• “I’m too busy.” Updating your resume doesn’t have to be a marathon. Small, regular updates are easier and less time-consuming than a major overhaul.
• “I’m happy where I am.” That’s great, but happiness today doesn’t guarantee stability tomorrow. Being prepared is a form of career insurance.
• “I don’t know what to add.” If you’re unsure, start by listing recent projects, training, or feedback you have received. Even small wins can be resume-worthy.
  

Conclusion: Opportunity Favors the Prepared

The future is unpredictable, but your readiness doesn’t have to be. By keeping your resume current, you are not just preparing for the worst. You are positioning yourself for the best. And importantly, you are signaling to yourself (and the world) that you are proactive, ambitious, and ready for whatever comes next.

Have questions or need help? Join our community and ask questions. We are happy to help where we can.

The post How Often Should You Update Your Resume? appeared first on craresources.

“Is LinkedIn Even Useful?” she asked. Adrienne had been searching for a new position for over a year. She had applied to what she described as hundreds of applications on LinkedIn as well as other platforms. 

Unfortunately, she had received zero interview requests from her LinkedIn applications. Why not?

LinkedIn has been a topic of debate regarding its effectiveness in today’s fast-evolving digital landscape. While some users find immense value in its networking and career-building capabilities, others question its relevance due to evolving user behavior and platform challenges. 

But can you separate the potential of the platform from the behavior of its users? Let’s dig into Adrienne’s question: “Is LinkedIn even useful?” to job seekers? 

The Case for LinkedIn’s Usefulness

Professional Networking and Opportunities

LinkedIn remains the leading platform for professional networking, with over 1 billion users and 67 million companies participating on the platform worldwide. The platform is particularly effective for job seekers and recruiters. LinkedIn connects you with colleagues, mentors, and industry leaders, proactively fostering career growth.

Recruiters often find LinkedIn invaluable. Many employers and recruiters use LinkedIn as a primary source for identifying suitable candidates. As an example of the quality of hiring results LinkedIn yields, Kinsta reports that employees sourced through the platform are 40% less likely to leave within six months. 

Kinsta’s statistics also reveal that 101 applications are submitted on LinkedIn every second. And for those of you who aren’t getting responses to your LinkedIn applications, these same statistics show that six people are hired every minute. 

But you have to be ‘findable’ 

Making your profile public increases your chances of being discovered by these hiring professionals. But when they land on your LinkedIn profile, ensuring it is ‘buttoned-up’ is important if you want them to take the next step…which, of course, is reaching out to you. 

I just saw a LinkedIn job seeker lament that she had lost her house. She went on to say that she had applied to over a thousand positions but received no offer. Her thoughts on why? Her CV wasn’t good enough. 

No…her LinkedIn profile wasn’t good enough. She hadn’t used her full name. There was no profile picture or banner, and she hadn’t fleshed out her work history or crafted a career story. Additionally, her posts were largely comprised of complaints about not finding a position (more on content in the next section). 

I keep telling folks…the job search has changed. Having a buttoned-up LinkedIn profile matters. 

I should note that even if you are gainfully employed, consider whether you would entertain a new position if it met certain qualifications. If you are open to new opportunities, having a public LinkedIn profile allows companies with exciting roles to find you. This passive approach can lead to unexpected and beneficial job offers even when you aren’t actively searching. 

Content Creation and Thought Leadership

If you are trying to build a professional brand, LinkedIn allows users to publish articles and posts that can position them as thought leaders in their industries. This is good news for professionals who want to develop their brand without investing in their own website or community platform. 

And a bonus? LinkedIn ranks highly with SEO crawlers because the domain has such a strong authority. Therefore, the articles you post on LinkedIn will be quickly indexed by search engines, providing long-term visibility to you.

One key point: Make sure your posts and articles are contributions to the industry. While everyone needs to vent occasionally, if your posts are consistently negative and unprofessional, the impact on your professional brand and candidacy will be extreme.

LinkedIn Supports Skill-Based Hiring Trends

For years, I have seen job seekers ask hiring teams to consider their skills and competency instead of the traditional credentials such as years’ experience in a role. 

I agree.

Employers should prioritize candidates’ actual abilities, competencies, and demonstrated skills over traditional credentials like college degrees or years of experience. After all, how many years someone has performed a task doesn’t necessarily translate into how good they are at performing the task. 

LinkedIn has integrated a range of features and technologies to actively support and scale skill-based hiring practices. One particular area Job Seekers should explore is LinkedIn Learning. This integration encourages candidates to continually learn and upskill, with the added bonus being that when courses or certifications are completed, the verified credentials are added to the user profiles. 

LinkedIn’s evolving platform infrastructure and tools are central to the shift toward skill-based hiring, enabling employers to broaden their talent search and focus on what candidates can do, not just where they have been or what degrees they hold. As a tangible example, in recent years, nearly 29% of job postings on LinkedIn have not required a professional degree, reflecting a shift toward valuing skills over formal education.

Global Reach and Demographics

LinkedIn’s global reach spans over 200 countries, with a diverse user base that includes professionals across industries. Notably, millennials make up a significant portion of its users, many of whom hold decision-making roles in our industry.

The net is this: Do you want your credentials to be in front of more professionals? LinkedIn gives you the ability to make your world smaller by growing your network and increasing your visibility.  

Criticisms of LinkedIn

Ghosting and Unprofessional Behavior

Some users report unprofessional experiences, such as being ghosted by recruiters or companies after interviews or sample submissions. 

I have also seen a lot of fraudulent activities on LinkedIn. Scammers create profiles claiming to be recruiters for large, reputable companies. They use company logos, official-sounding titles, and sometimes even copy real employees’ names. I have personally seen fake recruiter and hiring manager profiles. The VP of Janssen reached out to me directly, trying to recruit me! Of course, it wasn’t really the VP of Janssen, but my point is this: behavior such as this undermines trust in the LinkedIn platform as a reliable job-seeking tool. 

So be careful. And if something seems off, ask for a second set of eyes from someone who actually recruits on the platform.

Limited Engagement

Despite its large user base, engagement levels can be low. On average, users spend only 17 minutes per month on LinkedIn, making it challenging for content creators to maintain visibility.

But this proves you have to consistently be active if you want to connect with others. 

Conclusion

When used strategically, LinkedIn remains a powerful tool for professional networking, career advancement, and business development. It has a vast user base. And, the platform’s innovative features make it indispensable for many professionals and organizations. However, challenges such as low engagement rates, unprofessional interactions, and data privacy concerns highlight areas where the platform could improve.

Ultimately, the question “Is LinkedIn Even Useful?” depends on individual goals and how effectively one leverages the platform’s tools. For those willing to invest time in building connections and sharing valuable content, it can be a game-changer in their professional journey. For others who find its benefits diminishing due to poor experiences or limited engagement, alternative platforms or strategies may be worth exploring.

If you are applying to what seems like hundreds of positions but not receiving responses, join our free community and ask for help. We are here for you.

The post Job Seekers: Is LinkedIn Even Useful? appeared first on craresources.

There are a lot of reasons why individuals go through a career shift. Unfortunately, many hiring managers and recruiters question a job candidate’s motivation when the shift is perceived as ‘backward’. 

As an example, Directors and CRA managers often reach out to us with a desire to step back into a CRA role. Unfortunately, many agencies ignore these candidates, assuming the shift is out of desperation. 

And while we do see candidates who are desperate and ‘willing to accept’ a position outside of their current career path, individuals who intentionally shift their careers are gold. These professionals have performed self-reflection and identified this career change aligns with their long-term goals. They have identified the personal motivations behind their decision to make the shift. 

And because they have made a tactical and strategic decision to shift their career trajectory, they are typically excellent performers. 

But how do you, as a job candidate, show the world that your career shift is intentional instead of just a straightforward need for a job (any job)? Today’s roundtable provides great advice on properly branding your desired career change.

Listen to Secrets of a CRA Recruiter on Your Favorite Channel! 

The post Roundtable: Show the World Your Career Shift is Intentional appeared first on craresources.

Tim was an aspiring executive that our firm had been representing for a couple of months. I had submitted Tim for several director-level positions and he was an extremely competitive candidate. I did not doubt that he would land his first executive position very soon. 

And then I saw it…a post that would ultimately blacklist him from many of the companies that were considering his candidacy. Didn’t he understand there were social media etiquette rules all professionals needed to abide by? 

While Tim’s post didn’t completely derail his career progression, it certainly caused it to stall. So, in memory of Tim (ha), I wanted to discuss how important it is to establish a strong and relevant social media presence as well as the etiquette professionals need to understand. And for those of you who have made similar mistakes to Tim, I will also address what to do with old and unflattering content. 

Why Having a Strong Social Media Presence is Expected

Having a well-established and professional LinkedIn profile (or other relevant social media presence) isn’t just for job seekers. In our industry, all professionals are expected to have a ‘buttoned up’ social media presence. 

And here is why

Even though many companies are trying to move their workforce back in-house, you cannot deny that our world is becoming more virtual. Using myself as an example, the only time I actually go to a grocery store is when I need something in a pinch. Pantry items are ordered through Amazon, organic fruits and vegetables through an online market, and flash-frozen high-quality proteins are delivered right to my door. More and more doctor’s appointments are virtual…and my favorite new virtual experience? Clothes shopping! Oh, my goodness, how I hated spending a day at the mall because I needed a new blouse or skirt. With free shipping and returns, even this awful chore seems much more bearable.  

And think about how we embrace our ‘screen time’. We crave the connectivity our smartphones and tablets bring us. Google is our best friend, and Facebook allows us to share our Google findings with our thousands of ‘friends’ online. There are WhatsApp channels for every organization we belong to and an App for anything else of interest. And don’t forget about artificial intelligence (AI). Although AI has been around for decades, more and more AI tools are creeping into our day-to-day experiences. Just consider the AI that has taken over your house. Lights come on as commanded, heat or air is controlled by voice, and even the oven can be adjusted with a quick text. As our world becomes more technical, we become more connected and therefore dive deeper into a virtual existence.

With all that being said, professionals cannot embrace a virtual world that is rich with technology and artificial intelligence without also accepting that it is important to have a strong and relevant digital footprint. And importantly, the key component of everyone’s digital footprint is their social media presence. 

The Good, Bad, and Ugly of Social Media

Remember the pictures you posted on Facebook from last year’s wicked Halloween party? What about the video you uploaded to YouTube of you and your friends rolling the cemetery or playing mailbox baseball? And can you recover from the derogatory statements you recently posted about your boss? 

You are mistaken if you feel the information you put on your Facebook, LinkedIn, and other social media accounts has little or no effect on your professional life. Every post you have ever made matters. And this is bad news for some folks. Harvard Business Review recently published an article about how your social media presence can make or break your job prospects. But this isn’t new information. In terms of statistics, CareerBuilder published a study revealing that 70% of employers use social networking sites to research job candidates during the hiring process. This study also reported that approximately 48% of employers check up on current employees by viewing their social media posts. And the most surprising statistic? 34% of employers have reprimanded or fired an employee based on their online content.  

And along those very sobering lines, LegalDive reports “The employer has the right to terminate an employee for any type of post on social media, whether it’s from the company’s or employee’s equipment.”  

While I don’t believe most companies take that strong of an approach, it is important to understand social media etiquette. Let’s address how to fix the bad and ugly of your current profiles. And for those of you hoping to progress your careers, let’s also dig into ways to increase the “good” content so that you are more competitive. 

Correcting the Bad and Ugly

Most of us have posted content that we don’t want a future employer to see. But never (seriously…never) completely eliminate your social media presence. Potential employees want to see who you truly are, so the key is to curate your profiles.

And the first step in creating a well-curated professional presence is to scrub them of any photos, videos, and content that may conflict with the professional persona you want to present. For example, a senior CRA once requested to connect and her LinkedIn profile spoke to her passion for patient safety. She had a wonderful experience base and wrote about how strong ethics are important to our industry. However, I very easily found a YouTube video of her doing drugs with some friends at a party. 

Eek! 

And just yesterday an aspiring CRA asked to join our group. When I checked out her LinkedIn profile, I noticed her last three posts were quite offensive (to me, at least). Is she entitled to her opinion? Absolutely. Am I entitled to reject her request to connect because it conflicts with my opinion? Absolutely. The real shame, though, is that her posts weren’t even relevant to the job she was hoping to obtain. 

Remember that photos and memes can be offensive to others. Therefore, in the spirit of utilizing your social media profiles to grow your professional network and progress your career, remove negative and derogatory remarks, political or religious opinions, and other content that others may view as disrespectful or offensive. 

Keep the focus simple and on you. Your career story should be front and center, therefore all posts should focus on two things: your passion for this industry (the role, the project, etc) and what skills you have that will solve your future employer’s problem. 

How to Use Your Social Media Presence to Attract Opportunities

Make sure your professional social profiles, such as LinkedIn, are completed and updated regularly. You want to actively post, but be sure the posts are quality and relevant to your professional ambitions. You will also want to ensure your social media profiles and posts align with the brand you want to represent. 

When it comes to content, remember that you are trying to attract human eyes as well as artificial intelligence, so make sure your profiles are optimized with relevant keywords but also written in a way that appeals to a future employer. 

You also want to focus on networking. Research shows that when done correctly, professional networking can create a Small World Phenomenon for you. And this is important when you are searching for a new position. Understanding social media etiquette is important when working to actively extend your network. Just remember that developing a professional network is a craft, so spend some time learning how to do it effectively. 

In Conclusion

It has been proven that having a well-curated and brand-aligned social media presence will help you progress in your career. Need some help? Reach out to our recruitment team or join our coaching community. 

The post Common Social Media Etiquette Mistakes appeared first on craresources.

What is a Digital Footprint? What is a Personal Brand?  

People are often confused about the difference between their digital footprint and personal brand. Most often, candidates believe they are the same thing. 

They are not. 

Both your digital footprint and established (or non-established) brand will impact your competitiveness as a candidate. It is also important to know that neither a digital footprint nor a personal brand happens overnight. Therefore, every professional should be familiar with these concepts. Additionally, if you are currently a job seeker or working to progress your career, it isn’t only important to understand the difference, but also important to know how to manage both. 

What is a digital footprint? 

Simply put, your digital footprint is an online ‘permanent record’. Some sources report that your digital footprint starts forming before birth, citing that 92% of toddlers already have a robust digital footprint. So unless you have purposely removed your online presence (which we don’t recommend you do), you will have a digital footprint. It can consist of your internet activities such as social media posts. But your digital footprint may also include birth, graduation, and employment records, current or previous address and contact information, citations or publications, blog posts, arrest records, and other personal information. 

But here is the question: what is a personal brand and how does it align with your digital footprint?

Or a better question – should it align with your digital footprint? 

How a personal brand is different than a digital footprint:

A personal brand is more intentional than a digital footprint in the context that it is how you choose to represent yourself. You can create it. 

You should create it. 

In a perfect world, your digital footprint will become a component of your brand. However, ensuring your digital footprint aligns with your brand can be tricky because it is dynamic. It is always changing based on your online behavior. And, this means you should learn how to assess your online reputation, correct it if needed, and manage it going forward so that it better aligns with or reflects the brand you want to represent. 

Importance of Establishing a Personal Brand Before the Job Search

How important is it to leverage your digital footprint to establish a personal Brand? We, as hiring managers, want to understand more than just your qualifications. Your online activity will show your personality, past experiences, and interests. This is important because we want to hear what is important to you, what work environments you excel in, and where your passions lie. All of these personal characteristics help to craft your story. And your story is directly related to the personal brand you want to represent. 

This begs the question – Can you get hired through your social media presence and activity? 

Yes. 

Especially on LinkedIn. 

LinkedIn’s mission is to “Connect the world’s professionals to make them more productive and successful”. And of course, this means that through LinkedIn, professionals can network, post content, and actively search for new opportunities. And important for you to know: that hiring managers often recruit for their business using the LinkedIn platform. 

If you still aren’t convinced of how important it is to have a strong LinkedIn profile, here are some statistics you may be interested in.

• There are over 1 Billion (+1,000,000,000) users on LinkedIn. 
• Each week, over 49 Million users look for Jobs on LinkedIn.
• Over 67 Million companies are active on LinkedIn. 
• 77 Job Seekers apply to an active LinkedIn post every second. 
• Every minute, 6 people are hired on LinkedIn.
• 75% of individuals who recently changed jobs used LinkedIn to find new job opportunities. 
• And, 67% of recruiters say that professionals hired through LinkedIn are of higher quality. 

What about other social media platforms? 

Now that we have established LinkedIn is extremely powerful when it comes to creating a robust digital footprint and personal brand, does that mean you should abandon all other social media platforms? 

It depends. 

The first step is to determine what social media platform is most used in your industry. For example, real estate and retail markets are more likely to focus their efforts on Pinterest. The beauty industry is more likely to leverage TikTok. Facebook has different followings, and LinkedIn yet others. 

Simply put, whether you solely focus your branding efforts on LinkedIn depends on your industry. What I can tell you is that Clinical Research has a huge presence on LinkedIn, so if you are a clinical research professional, it is a safe bet to grow your LinkedIn presence. 

Don’t undervalue your behavior on all social media platforms. 

But even though you may focus your branding activities on one social media platform, it can be a good thing to post about your interests and passions across multiple. Just make sure all of your postings align with the brand you want to represent (we talk about determining your brand next). 

For example, do you volunteer within the community? Are you actively engaged in specific research that is meaningful to you? Get personal…folks want to get to know you and what is important to you. 

But be careful. Once your posts are out there, they are hard to remove. I have seen candidates with YouTube videos of them doing drugs, blog posts about their witchcraft activities, and Facebook posts where they are openly slamming a colleague, ex-spouse, or ex-boss. We will discuss more about correcting your digital footprint later, but it is safe to say that it is easier to be proactive in your posts than reactive in cleaning up your online presence in the future.

How do you Determine Your Brand? 

When someone lands on your LinkedIn page (or whatever site you decide to use to exhibit your brand), you want them to immediately understand your “Why”, “What”, and “Who”. 

When deciding what you want your brand to say about you, the first step is to identify your “Why”. Why are you in this industry? You are working to obtain a certain role…why do you want that particular position? 

Asking yourself this question seems simple enough, but it is an important answer. Be honest with yourself. Not having a strong ‘why’ may mean that your focus is in the wrong place. This will bring us to your “What”. What causes you to get out of bed in the morning? Meaning, what are your passions? Do you have specific goals that you want to accomplish in your career? If so, what are they? 

Also, what are your strengths? This step is critical for anyone working to establish a brand. Take the time to analyze what your strengths are because this will help define two things: a) your position in the market and b) how you want your target audience to view you. 

This, of course, brings us to your “Who”. Who will benefit from your skills? Once you have identified your target audience, you can fine-tune what you believe their specific needs are. This information will help you create a relatable personality to attract your ideal customer. 

Outlining why you do what you do, what skills and qualities you bring to the table, and who will benefit most will help direct your next effort…which is to establish a digital footprint that aligns with your brand. Or correct your existing digital footprint so it doesn’t conflict with the brand you want to represent.  

Ways to Establish or Correct Your Digital Footprint

As we have already discussed, it is easier to be proactive when posting online. It can be difficult to remove past activity, so think before you post. Whether you agree with it or not, recruiters and hiring managers use social media sites to screen candidates. 

It is important to show your personality when you post. Have fun with what you share, just remember it becomes part of your ‘permanent record’. Therefore, when posting, liking, or sharing anything, consider your “Why”, “What”, and “Who” so it aligns with the brand you want to represent. 

How to assess your current online presence: 

It is worth a few minutes of your time to Google yourself. To be clear, you don’t want to Google just your name, but do some searches that include both your name and a previous company or a specific topic.  You will want to do a couple of things to streamline your results:

• Put your name in quotes so the returned information will be exactly what you searched for. 
• You will also use a boolean: AND will work best for these searches. 
• A previous company or topic will also be in quotes so the returned information is exactly related to your current or past experience.  

Some examples to confirm an aligning digital footprint:

As an exercise, search for my digital footprint in clinical research. To do that, put the following search string into a browser search bar: “Angela Roberts” AND “Clinical Research”.

• What does that yield? While every returning result won’t be perfectly related, you will see several that are. Based on these results you can see that I have worked in the clinical research field for years. 
• Now, swap my name for yours and repeat the search. If it doesn’t yield a lot of relevant information, you may have some work to do in order to establish a stronger aligning digital footprint. 

Next, to confirm my employment, search my digital footprint related to my current company. To do that, put the following search string into a browser search bar: “Angela Roberts” AND “craresources”. 

• What does that yield? You can then search my name and another employer, or another topic such as ‘recruiter’. You get the picture (I hope). 
• Now do a similar exercise with your name and past employment or other topics that may be related. And again, if the search results don’t yield what you had hoped, make notes of where you need to shore up your aligning digital footprint. 

Do you have skeletons in your closet? 

When analyzing your digital footprint, always search for information that can damage your brand. Start by using search strings that include your name and state, your name plus the word ‘arrest’ or ‘lawsuit, your phone number(s) in quotes, and your email address(es) in quotes. 

You are looking for information that may not show you in the best light. And what happens if you find some conflicting or negative information about yourself? 

Great question. 

It can be tough to do damage control. Sometimes you can have items removed, but often this is quite difficult. Your best bet is to simply add data that better aligns with the brand you want to represent. To add to your digital footprint, you can participate in related forums, write articles, respond to blog posts or articles written by other people, or start a blog yourself. 

Just make sure all content directly relates to the “Why”, “What” and “Who” of your brand. 

A Deep Dive into LinkedIn

As a job seeker, if all your focus is on your resume, you are making a huge mistake. A well-crafted brand goes well beyond your resume and will include a strong online presence. Since our industry lives on LinkedIn, I wanted to spend a few minutes providing some guidance on how to build an effective and robust LinkedIn profile that will impress hiring managers. 

Why? Because recruiters and hiring managers use LinkedIn to search for candidates. LinkedIn’s search capabilities are excellent, allowing hiring entities to search by location, education, keywords, and employment. 

Therefore, it is important that when a hiring manager or recruiter finds your LinkedIn profile, there is something worthwhile to see. 

Your LinkedIn doesn’t have to be a replica of your CV. 

Your LinkedIn profile can be less formal than your resume. It should enhance the details provided in your resume or CV but never conflict with it. 

Since you have previously identified your “Why”, “What” and “Who”, now is the time to craft your story. Articulate why you are in this industry or your current role. Did you move into clinical research because you wanted to help cure cancer? Perhaps you want to help identify a solution for HIV or Aids? Get personal and show your passion. 

Additionally, we want to know what problem you can solve. What are your experiences and qualifications? Do you have oncology and cardiovascular experience? Experience monitoring medical device as well as drug studies? Add rich content when describing your skills and qualities because search engines love LinkedIn. 

It is also important that we gain insight into your future goals so be clear regarding your ambition. And importantly, articulate who you support. As previously discussed, using your LinkedIn profile to describe your “Why”, “What” and “Who” will enable you to clearly articulate your brand to anyone who lands on your profile.

Always upload a profile picture. 

LinkedIn reports that members with a photo receive 21 times more profile views and 9 times more connection requests. Make sure the photo is a headshot of you…not you running a marathon, skiing, or working a booth at a charity event. And while I know you love your family, don’t add a picture of you and your kiddos at a holiday or family function. 

Note that while your picture should be professional, your headshot doesn’t have to be stiff. If it is your personality to wear a shirt and tie to work, select a picture of you in a business suit. But it is also okay to be more casual. The most important aspect of your picture is that it is a headshot and shows a pleasant facial expression. 

You want to look approachable…and genuine. 

Use your real name and location.

Always use your full name. If someone is reaching out to me on LinkedIn, I am assuming they want to build a relationship with me. Think of it this way, would you have requested to connect with me if you hadn’t seen my last name? 

• Would you go on a first date with someone when you don’t know their full name? 
• Let them babysit your kids?
• Take an Uber ride with a driver who hasn’t listed his full name on his profile? 

And if you had a different last name at some point, consider adding it to your LinkedIn profile. You can get lost when you change your name, so be cognizant of the impact a name change will have on your personal brand. 

Additionally, the location is important. All positions have some type of location or time zone requirements; which means recruiters and hiring managers search those specific locations when trying to find candidates. If you don’t have a specific location listed, you aren’t likely to be found. 

One thing to note, if you haven’t listed your location because you are flexible with your work schedule and therefore able to support multiple time zones, just state that in your profile. 

Be careful with nicknames. 

Last week I received an application where the candidate included her LinkedIn profile link on her resume. I appreciate it when candidates do that because it keeps me from having to search for it. 

However, the challenge was that the name she used on her resume didn’t map to the name she used on her LinkedIn. It wasn’t even close. Why would she do that? 

Use your real name on all platforms. If you go by a nickname, just add that in parentheses or quotes on both your resume and LinkedIn. Do not correspond with a recruiter or potential hiring manager using a nickname that you have not referenced across your entire brand. 

Get a banner. 

They are easy to source…and they can be free if you use Canva. One thing to note, many people add a favorite quote or their contact information on their banner. This is all fine, but if you do add text to your banner, make sure your profile picture doesn’t cover up part of the wording. 

When is it Time to Work on Your Resume and Cover Letter? 

Now that you have established a personal brand and crafted a robust LinkedIn profile, craft a resume. Remember to consider your “Why”, “What”, and “Who” when creating your resume and cover letter, and never conflict with information you have posted elsewhere. 

Ready to tell your story? Contact us, we would love to hear it. 

The post The Interplay Between a Digital Footprint and Personal Brand appeared first on craresources.

Candidates are often confused with the difference between their digital footprint and personal brand. More often than not, candidates believe they are the same thing. 

They are not the same. 

Neither a digital footprint nor a personal brand happens overnight. This means every professional should be aware of these concepts. And if you are currently a job seeker, it is not only important to understand the difference, it is also important to know how to manage both. 

A brand is more intentional than a digital footprint. It is how you choose to represent yourself. You can create it. You should create it. In today’s roundtable, we spend some time on how to build or add to your brand, and why it is important to do so. 

We also discuss how, in a perfect world, your electronic footprint becomes a component of your brand. Your footprint can be tricky because it is dynamic. It is always changing based on your online behavior. So how do you assess your online reputation, correct it if needed, and manage it going forward so that it better aligns with or reflects your brand? 

Tune in to hear our tips on managing your digital footprint versus crafting a personal brand and why it is important for professionals at all levels to leverage both to further advance their careers.

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The post Roundtable: Digital Footprint vs Personal Branding appeared first on craresources.